The organization places significant importance on its induction process, an assessment based on two facts. The first is the amount of money that McDonalds spends on developing formal induction systems. The second is the recognition at the corporate level that service is a critical element of their business and that with rookie employees a substantial amount of training is required for them to understand the expectations of a professional work environment -- McDonalds has to be good at training or their store will not function well at all.
McDonalds has not noted any major problems with its induction system, but it is always working to improve its systems. The extensive use of e-training is something that reflects the company's commitment to constantly improving its induction processes. The induction system at McDonald's is highly successful. The company is a certified trainer in Australia, a reflection of its commitment to the highest standards of training. In addition, the success of its restaurants is testament to the success of its training programs. McDonald's employees often go on to success either in the company or elsewhere, with the foundation of professionalism that they acquire during their time at the restaurant level.
To add more value to the organization, there are three recommendations that can be made. The first is to focus the induction system on building skills that can be used in higher positions with in the company. McDonalds takes pride...
The second recommendation is that the company shares its knowledge about induction systems with other McDonald's national branches. Best practices evolve over time when companies take the effort to learn -- McDonalds Australia should not operate in a vacuum with respect to its induction systems. The systems should be developed cooperatively with those in other nations where McDonalds operates. The third recommendation to improve the induction system at McDonalds is to provide incentives for employees to progress through the training levels. The company can offer rewards to encourage employees to proceed through the levels at a faster pace, adding the culture of excellence to the company's induction programs.
Works Cited:
Business Week: Today Corp. (2011). Retrieved November 3, 2011 from http://investing.businessweek.com/research/stocks/private/snapshot.asp?privcapId=24113982
Computerworld. (2006). McDonalds rolls out online recruitment. Computerworld Retrieved November 3, 2011 from http://www.computerworld.com.au/article/152239/mcdonalds_rolls_online_recruitment/
No author. (2011). Training and development at McDonald's. Maccazine Kalgoorlie. Retrieved November 3, 2011 from http://www.maccazine.com.au/more-at-maccas/training-development-at-mcdonalds/
